In addition to the $500,000 payment, the consent decree requires that Vanguard provide equitable relief, including drafting in plain English a policy opposing illegal discrimination, harassment and retaliation, and making the policy available to all employees; having a complaint procedure for violations of company policies against discrimination and retaliation; and providing anti-discrimination training to managers, supervisors and human resources employees. The company will also report to the EEOC on any complaints of unlawful retaliation it receives and on its compliance with the consent decree, the announcement said.
The EEOC had charged that following Raymond Ross’ complaints of race discrimination, Vanguard subjected him to a series of adverse employment actions culminating in his termination. According to the EEOC, Ross received favorable performance reviews throughout his employment. However, after he began to report to a different department and a new set of managers at Vanguard’s Malvern, Pennsylvania, office, Ross complained that he was being treated less favorably and discriminated against based on his race.
Thereafter, according to the EEOC announcement, Ross began to experience acts of retaliation from the managers he accused, including unfavorable changes in his work conditions and assignments. The EEOC said the retaliation resulted in Ross’s termination on July 29, 2003.
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